Employee Survey

Last updated: August 15, 2022

As an employer, the Halifax Regional Municipality is committed to ensuring a positive and fulfilling work culture for our employees. One of the means we use to accomplish this is by assessing employee engagement.

Employee engagement goes beyond simply measuring job satisfaction. It’s all of the key elements that impact performance on a daily basis and an employees’ desire to grow with our organization.

Employee engagement has long been linked to workplace culture, efficiency and organizational results, and is credited with having a positive impact on customer service, teamwork and productivity. When employees are engaged, they feel committed to organizational successes and passionate about the work they are doing on behalf of our citizens, while taking personal responsibility to promote the development and progress of our organization as a whole.

Introduction by Jacques Dubé, Chief Administrative Officer

August 2022

I’m pleased to share the results of the municipality’s Employee Engagement Survey conducted earlier this year by Narrative Research, outlined in Narrative’s final report and quick-reference infographic.

The 2022 survey results provide a comparison against our previous employee engagement survey which occurred in 2018, as well as a database of results from other surveys conducted by Narrative Research over the past four years. The information collected through the 2022 survey provides a new set of benchmarks to help us continue making evidence-based decisions and to create plans for improvement.

The survey results highlight areas where we’re doing well as an organization, as well as areas that need additional focus to promote a better experience for all employees, which ultimately contributes to improved service delivery for our residents.
The results highlight a continued commitment to critical areas, including communication, teamwork and collaboration across business units, which is reflected in the exceptional work and service excellence provided by municipal employees every day.

The results also indicate important areas that require additional attention and efforts, including increased opportunities for personal development, career growth and employee engagement.

Insights gained from the survey results will be used to drive measurable change across our organization. This process requires time, effort and ongoing commitment. I can assure you the senior leadership team and I are committed and ready to make the most of this opportunity.

Specifically, we’ll be focused on addressing the following five key drivers of engagement, as identified from the survey:

Leaders’ interest in the overall well-being of employees.
Employee career aspirations can be achieved at the municipality.
Working together to satisfy the needs of the public.
Recognizing employee’s high level of commitment to the municipality.
Providing employees daily opportunity to do what they do best.

We’re committed to engaging employees through empowerment, innovation, and collaboration while encouraging a culture of continuous improvement.

This is a vital conversation for our organization, one that will include the voices of leaders from senior management to frontline supervisors.

We will ensure regular updates are provided to employees and the public with information about the progress we’re making.

Regards,
Jacques Dubé, Chief Administrative Officer

Resources

2022

2018

Common questions

What is the Employee Engagement Survey?

The 2022 Employee Engagement Survey provided permanent full-time and part-time employees with the opportunity to share their views on job satisfaction, workforce culture and opportunities for growth at the Halifax Regional Municipality. Permanent employees were invited to complete the survey online or on paper.

Why did the municipality conduct the 2022 Employee Engagement Survey?

Conducting employee engagement surveys establishes a benchmark and framework for enhanced workforce strategies and practices, to improve organizational performance and service delivery.

It’s the effort and expertise of employees that enables the municipality to deliver on strategic priorities. It’s important to hear from employees, so that the municipality can better understand, and continue to improve, the employee experience.

The 2022 Employee Engagement Survey results provide a comparison against our previous employee engagement survey which occurred in 2018, as well as a database of results from other municipal surveys conducted by Narrative Research over the past four years.

The information collected through the 2022 Employee Engagement Survey provides a new set of benchmarks to help us continue making evidence-based decisions and to create plans for improvement.

Employee feedback highlights areas where the municipality is doing well as an organization, as well as areas that need additional focus to promote a better experience for all employees, which ultimately contributes to improved service delivery for our residents.

Was the 2022 Employee Engagement Survey anonymous?

Yes. The survey results are completely anonymous. The survey was managed privately by Narrative Research, which follows strict security and anonymity practices. Narrative Research is an Accredited Agency member of the Canadian Research Insights Council (CRIC).

How many employees took part in the 2022 Employee Engagement Survey?

All permanent full-time and part-time employees were invited to participate in an online or paper survey. In total, 1,738 surveys were returned to Narrative Research (1,580 online and 158 paper). This resulted in an overall response rate of 49 per cent of all eligible municipal staff.

What do the results of the 2022 Employee Engagement survey show?

The results highlight a continued commitment to critical areas, including communication, teamwork and collaboration across business units, which is reflected in the exceptional work and service excellence provided by municipal employees every day.

The results also indicate important areas that require additional attention and efforts, including increased opportunities for personal development, career growth and employee engagement.

For further details, see Narrative Research’s final report and quick-reference infographic.

What will be done with the 2022 Employee Engagement Survey results?

The findings from the 2022 Employee Engagement Survey will be used to develop action plans for enhanced workforce engagement, organizational performance and service delivery.

Insights gained from the 2022 Employee Engagement survey will be used to drive measurable change across the municipality. This process requires time, effort and ongoing commitment.

Senior leadership will work with their management teams and employees to take meaningful steps as part of the municipality’s dedication to continuous improvement.

Specifically, the municipality will be focused on addressing the following five key drivers of engagement, as identified from the survey:

1.   Leaders’ interest in the overall well-being of employees;
2.   Employee career aspirations can be achieved at the municipality;
3.   Working together to satisfy the needs of the public;
4.   Recognizing employee’s high level of commitment to the municipality; and,
5.   Providing employees daily opportunity to do what they do best.

Permanent employees will be engaged by their manager or supervisor in the coming weeks on what the results mean to them and their team.

Who should I contact with questions about the 2022 Employee Engagement Survey?

Employees may contact their direct manager/supervisor or myhr@halifax.ca with any questions about the 2022 Employee Engagement Survey results or next steps.

When did the 2022 Employee Engagement Survey take place?

The 2022 Employee Engagement Survey was open from January 27 until March 9, to ensure all eligible employees had the opportunity to participate and share their view.

Who could participate in the 2022 Employee Engagement Survey?

All permanent full-time and part-time employees were invited to take part in the 2022 Employee Engagement Survey.

Permanent employees with a halifax.ca email address received the survey invitation via email, and those without a halifax.ca email received the survey by mail to their home address.

What did the 2022 Employee Engagement Survey involve?

The 2022 Employee Engagement Survey invited permanent full-time and part-time employees to share their views on job satisfaction, workforce culture and opportunities for growth at the municipality. The survey took approximately 20 minutes to complete.

Prior to 2022, when was the latest Employee Engagement Survey conducted?

Prior to the 2022 Employee Engagement Survey, the most recent survey took place from April 2018 to May 2018 and was conducted by Corporate Research Associates (CRA), on behalf of the Halifax Regional Municipality.

The 2018 Employee Engagement Survey - Final Report (CRA) can be found here. The 2018 Employee Engagement Survey - Overall Results Infographic (CRA) can be found here. The 2018 Employee Engagement Survey - Post-Survey Areas of Focus can be found here.

Before 2018, the most recent employee engagement survey was completed in 2009. Many years have passed and the metrics we’re using have changed, therefore, comparing against the 2009 survey results is not valuable. The 2018 and 2022 Employee Engagement Surveys will serve as the benchmarks moving forward.

Why wasn’t the 2022 Employee Engagement Survey conducted by the same vendor who conducted the 2018 survey?

Why wasn’t the 2022 Employee Engagement Survey conducted by the same vendor who conducted the 2018 survey?
The 2022 Employee Engagement Survey was conducted by Narrative Research. This is the same vendor as Corporate Research Associates (CRA) – CRA underwent a naming change in 2019.

How often are employee engagement surveys completed?

Based on industry standards, the municipality aims to conduct employee engagement surveys every two to three years.

Why didn’t the municipality conduct any Employee Engagement Surveys between 2019 and 2021?

The onset of the COVID-19 pandemic delayed the survey.

What did the municipality do with the results of the 2018 Employee Engagement Survey?

As an employer, the municipality is always looking at how to adjust and improve to meet the changing needs of its diverse workforce.

For example, the municipality introduced a number of new initiatives in consideration of the findings from the 2018 Employee Engagement Survey, including FlexWork Halifax, the Employee Recognition Program, Occupational Health & Safety training, as well as new learning and development opportunities.

What is the municipality doing to address the feedback received in the 2022 Employee Engagement Survey?

The findings from the 2022 Employee Engagement Survey will be used to develop action plans for enhanced workforce engagement, organizational performance and service delivery.

Insights gained from the 2022 Employee Engagement survey will be used to drive measurable change across the municipality. This process requires time, effort and ongoing commitment.

Specifically, the municipality will be focused on addressing the following five key drivers of engagement, as identified from the survey:

Leaders’ interest in the overall well-being of employees;
Employee career aspirations can be achieved at the municipality;
Working together to satisfy the needs of the public;
Recognizing employee’s high level of commitment to the municipality; and,
Providing employees daily opportunity to do what they do best.

Permanent employees will be engaged by their manager or supervisor in the coming weeks on what the results mean to them and their respective teams.

What is Narrative Research’s employee opinion database (comparator) and why is it used?

The Narrative Research employee opinion database is derived from surveys of Atlantic Canadians working in various organizations. The database includes large, as well as medium and small-sized organizations, in both unionized and non-unionized environments, as well as private and public-sector organizations.

The database includes the following characteristics:

Total number of employees: 8,418
Total number of organizations: 24
Number of union/non-union organizations: union (10), non-union (14)
Number of private and public-sector organizations: private (12), public (12)
Organizations by province: NB (7), NL (3), NS (14)

Where applicable, results of the current study are compared with Narrative Research’s employee opinion database of Atlantic Canadian organizations. The database allows an organization to place the results of its survey into proper context.

In 2022, 27 per cent of staff are disengaged and 21 per cent have low engagement. How does the municipality intend improve that?

The 2022 Employee Engagement Survey results identify the five following key drivers for engagement:

Leaders’ interest in the overall well-being of employees;
Employee career aspirations can be achieved at the municipality;
Working together to satisfy the needs of the public;
Recognizing employee’s high level of commitment to the municipality; and,
Providing employees daily opportunity to do what they do best.

The municipality will continue to address these focus areas through a corporate strategy, as well as business unit specific strategies, to improve the overall level of engagement in the organization.

What steps are planned to have a positive impact on employee recognition?

The Kudos program offers all staff a way to celebrate employee achievements and recognize those who go above and beyond.

The primary focus of this initiative is to encourage timely, regular communication by leaders and peers outside of the formal performance evaluation program to help inspire a culture of recognition and provide an opportunity to celebrate successes.

The CAO’s Awards of Excellence program to recognize outstanding individual or team contributions to public service was reintroduced to the organization in spring 2022. In addition to the CAO Awards of Excellence ceremony, the annual Long Service Reception for employees celebrating service milestones of 20 years or more and the annual Employee Recognition BBQ are scheduled for September 2022.

The municipality will continue working with business units to create opportunities and processes for leadership to recognize employee contributions, as well as developing processes for employee input and opportunities to actively share successes and positive experiences.

What is being done to demonstrate that employee learning and skill development is a priority at the municipality?

The municipality strives to be a learning organization and has initiatives currently underway to support employees in their professional development and career advancement. Some examples include:

All employees are welcome to take any elective municipal course offerings, including Project Management, Resume Writing and Interview Skills, and How Municipal Government Works, as part of the general employee learning and development path.
The Foundations for Aspiring Leaders and Emerging Leaders programs, which encourages leadership development from within the organization.
Human Resources continues to collaborate with business units to determine the learning and skill development needs of their employees to deliver meaningful and timely opportunities aligned with employee and business needs.